How AI Influences Recruitment and Hiring

AI won’t replace jobs. It will replace workflows. Thoughts and tips below if you worry about the impact AI will have on your job. I think the fear of job loss comes mostly from looking at jobs now and thinking “AI will be able to do most of this in 2-3 years”. I agree, but one also has to account for new workflows that will emerge in 2-3 years before concluding whether a job will still exist. As an example, two years ago, sourcers operated by applying search filters and reviewing each candidate by hand to build a shortlist, then handling outreach to that shortlist and screening interviews. In two years, sourcers will manage a team of AI sourcers who perform the same workflows but in a more targeted and personalized way. Sourcers will become AI Sourcer Managers (maybe not by job title, but functionally). The workflows of an AI Sourcer Manager would be giving frequent feedback to AI Sourcers on their searches, including approving who to outreach, and which tactics and messaging to employ, and more. Why would there need to be more a comparable amount of AI Sourcer Managers to Sourcers today if one could effectively send unlimited outreach messages with AI? Competition. Talent is a scarce resource. Every company is competing with others to hire talent. If one company has two AI Sourcer Managers and another has one, the one with two can show more personalized human interest in the candidates, boosting response rates and quality of candidates responding. Why couldn’t the AI simply personalize and get the same result? At the end of the day, humans respond to emails they believe other humans manually wrote. It shows interest. “Personalization” in the world of email outreach typically actually means “trick someone into thinking the email was human-written”. As people’s natural barometer for AI written emails get savvier, it will still be human-personalized outreach that wins. So how does this affect sourcers right now? It means that sourcers need to double down on learning AI prompting like they did learning booleans earlier in their careers. Prompting is an advanced way to manage AIs. There are and will continue to be more ways to manage the AI without prompting, but those who know it will generally outperform and become more senior to those that don’t. Just like one can do searches without booleans but those who can write booleans can generally outperform those who can’t. Zooming out from sourcers, most professions will likely follow a similar trend. I’m seeing this in my own work. Already I manage AI research agents, coding agents, and more, when three years ago I did none of that. Next year I’m expecting to be managing agents even more frequently. The key takeaway is to channel any career concerns into learning how to leverage AI to continuously do more of your workflows. That is the best long term job security one can have in the age of AI. What do you think?

𝐑𝐞𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐢𝐳𝐢𝐧𝐠 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧: 𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐀𝐈 𝐢𝐧 𝐅𝐢𝐧𝐝𝐢𝐧𝐠 𝐒𝐚𝐥𝐞𝐬𝐟𝐨𝐫𝐜𝐞 𝐄𝐱𝐩𝐞𝐫𝐭𝐬 In the competitive world of Salesforce recruitment, the integration of Artificial Intelligence (AI) into talent acquisition strategies is not just innovative—it’s transformative. As a seasoned recruiter specializing in Salesforce talent, I’ve embraced AI technologies to enhance our recruitment processes, ensuring we connect top Salesforce professionals with leading companies more efficiently and effectively. AI is revolutionizing talent acquisition by automating time-consuming processes, enhancing decision-making with data-driven insights, and ultimately, improving the quality of hires. Here’s how AI is specifically making an impact in finding Salesforce experts: ➡️ Enhanced Candidate Sourcing: AI algorithms can scan through vast amounts of data to identify potential candidates who match specific Salesforce skill sets, even those who may not be actively looking for new opportunities. ➡️ Improved Screening Processes: By automating the initial screening processes, AI helps us focus on candidates who not only have the right skills but also align with the company culture and values, ensuring a better fit. ➡️ Predictive Analytics: AI’s predictive capabilities allow us to analyze trends and predict candidate success, reducing the chances of turnover and increasing overall job satisfaction. ➡️ Bias Reduction: AI tools are designed to assess candidates based on skills and experiences, helping minimize unconscious biases that might occur during the recruitment process. ➡️ Efficient Communication: AI-driven chatbots can provide immediate responses to candidate inquiries, keeping them engaged throughout the recruitment process and improving the candidate experience. Implementing AI in Your Recruitment Strategy: ➡️ Choose the Right Tools: It’s crucial to select AI tools that integrate seamlessly with your existing recruitment software and are proven effective in the Salesforce ecosystem. ➡️ Train Your Team: Ensure your recruitment team is well-trained on how to use AI tools effectively, understanding both their capabilities and limitations. ➡️ Continuous Improvement: AI tools should not be set and forgotten. Regularly update your AI systems based on feedback and new data to improve accuracy and efficiency. As we look forward, the role of AI in recruitment will only grow, becoming a fundamental aspect of how companies find and hire talent. For those looking to hire Salesforce experts, leveraging AI can provide a significant competitive advantage. If you’re interested in how AI can enhance your talent acquisition efforts or are seeking opportunities within the Salesforce domain, let’s connect. Together, we can explore innovative strategies to meet your recruitment needs and ensure your team remains at the forefront of Salesforce expertise.

We recently hired AEs and CSMs. Here’s how we used AI to speed up our hiring process: Firstly, why do you need AI while hiring? It can save a TON of time and help make better decisions. Even more so since good sellers can sell themselves well. Here are 3 key stages of the hiring process where AI helped: 1/ Getting the job requirements and hiring process right. We knew what we wanted. We wrote a JD. I fed the JD to ChatGPT, along with details on our product, market, GTM motion, and company stage. It pointed out a couple of requirements that I didn’t realize would have been important. Helped create a JD that I felt comfortable with. Then, it helped create an interview process and take-home assessment that best tested for those requirements. The process is then tailor-made for the position, and not a generic hiring process. (This takes a few iterations to get right). 2/ Getting a second (and third) opinion on the interviews. After the first round of interviews, I fed the job description and the transcript of each interview into an LLM. Asked it to rate the candidates on the specific requirements outlined in the JD. It did that and provided concrete reasoning for its opinions. Sometimes I agreed with what it said, sometimes I didn’t. In both cases, it helped clarify my thought process. It questioned my beliefs on how convinced I was about certain candidates. Helps in taking better decisions, un-influenced by personal biases. 3/ Sharing candidate context with the team. Before making a final hiring decision, I let ChatGPT take in all the call transcripts + assessment submissions (anonymized) and spit out what were the key trade-offs in hiring each candidate. This helped better structure my own thought process, clarify where I was leaning towards, and present a case to the hiring committee. I think this is just the beginning. If you’re not using AI in hiring for GTM roles (or any role for that matter), you should probably try. It might surprise you how much time you can save and mental clarity can be gleaned from the process. If you’ve already used AI in your hiring process, I’m eager to hear what worked. Let me know!

The Future of Recruitment: What Lies Ahead Artificial Intelligence (AI) and Generative AI are revolutionizing everything with a substantial influence on the recruitment process is already evident. AI is streamlining recruitment activities by automating numerous manual tasks, particularly in sourcing and screening candidates. Reviewing resumes is now efficiently managed by AI, which can swiftly sift through large volumes to pinpoint potential candidates whose adjacent skills match the required criteria. This saves time in screening and empowers a transition from being recruiters to career advisors, and allows them to foster enduring relationships with the talent pool. The infusion of AI-based automation in hiring also addresses bias issues, ensuring fair and transparent candidate evaluations. The emphasis on diversity and inclusion gains prominence through AI algorithms that analyze job descriptions, thereby cultivating a more robust talent pipeline. This fine-tuned approach culminates in an enhanced candidate experience, expediting the hiring process and a high Net Promoter Score (NPS) for both candidates and hiring managers. Innovative tools such as chatbots further elevate candidate engagement by facilitating interactions, answering queries, scheduling interviews, and conducting initial assessments. These mechanisms enhance the overall experience, notably through the asymmetrical analysis of video interviews, furnishing additional insights. While AI streamlines repetitive recruiter tasks, it will not replace the human touch, intuition, and candidate experience in the foreseeable future. While technology optimizes recruitment mechanics, Humanics and human engagement elements endure. At its core, empathy remains pivotal for the future of recruiting, as recruiters play a crucial role in rendering a deeper understanding of the opportunities and company culture beyond what's evident on a website or in job descriptions. As recruitment evolves, closer alignment with learning and development (L&D) emerges as a necessity. Unveiling skill gaps, predicting future hiring skills based on historical data, and cultivating attributes like adaptability, problem-solving, communication, relationship-building, and business acumen necessitate human interaction. These qualities are fostered through patience and meaningful conversations. The shift is about discovering individuals who relish the role, aspire for growth within the organization, and contribute to its advancement. It's a profound journey that molds careers, influences lives, and lays the foundation for thriving enterprises. Talent Acquisition and Transformation, driven by strategic interventions from L&D, have metamorphosed into strategic functions propelling pivotal business transformations. Hire for character and attitude, and train for skills! As we embrace the onset of GenAI, I recommend being inquisitive, continuously learning, adopting, and adapting to future-ready paradigms!!

🚨 AI's Bias in Recruitment 🚨 Bloomberg's investigation reveals OpenAI's GPT tool, popular among recruiters for screening job candidates, shows biases against names associated with Black Americans, particularly women, in finance and tech roles. This finding challenges the notion that AI in hiring eliminates human bias, indicating instead that it might reinforce existing prejudices. With AI being used by nearly two-thirds of HR professionals to filter candidates, the promise of unbiased hiring is under scrutiny. The analysis highlighted a bias favoring Asian women for financial analyst positions over Black men, raising concerns about automated discrimination. OpenAI cautions against using GPT for critical hiring decisions due to potential biases, which may not reflect its models' intended use. The incident underscores the need for immediate action to address AI's inherent biases and suggests anonymizing resumes before AI review as a potential mitigation strategy. Let's discuss: How can we ensure AI aids in fair hiring? #AI #hiring #bias

Embracing AI in HR: Eyes Wide Open In a recent enlightening discussion on the Career Club podcast, Hilke Schellmann, an Emmy award-winning journalist and author of "The Algorithm," delves deep into the nuanced interplay of Artificial Intelligence (AI) in our workplaces. As HR leaders, it's crucial we navigate these waters with both enthusiasm and caution. Here's why: The Bright Side: AI is revolutionizing how we attract, hire, and retain talent, offering unprecedented efficiency and scalability. From streamlining the recruitment process with AI-powered ATS systems to enhancing employee engagement through predictive analytics, the potential for positive impact is vast. Imagine customizing employee development paths with AI insights or using AI to match candidates to roles they're genuinely suited for, beyond what resumes can convey. The Cautionary Tales: Yet, the journey isn't without its pitfalls. Schellmann's research raises valid concerns about transparency and bias in AI tools. How does an algorithm decide who's fit for a role? Can it inadvertently reinforce existing biases? It's a reminder that without oversight, AI might not just replicate but amplify systemic biases, affecting who gets hired, who gets promoted, and who gets laid off. Moving Forward with Responsibility: 🔍 Transparency & Accountability: It's imperative we demand clarity on how AI tools make decisions. Knowing the 'why' and 'how' can help mitigate unintended biases. ⚖️ Ethical AI Use: Implement ethical guidelines for AI use that prioritize fairness and diversity, ensuring technology serves to support and enhance human decision-making, not replace it. 🔄 Continuous Monitoring & Adjustment: AI isn't set-it-and-forget-it. It requires ongoing evaluation to ensure it aligns with our values and ethics in practice, not just in theory. #AI in #HR presents a world of opportunities but navigating its complexities responsibly is key. Let's champion AI solutions that are not only innovative but inclusive, ensuring technology works for everyone. Your thoughts? How are you integrating AI in your HR practices while ensuring fairness and transparency? #ethics Career Club Live with Bob Goodwin podcast

How AI Can Help with Talent Acquisition and Productivity: I’ve long been a proponent of how new technologies can innovate the way we work. In today's rapidly evolving business landscape, the integration of artificial intelligence (AI) is not just a trend—it's a transformative force that can reshape how companies find and retain talent and how people perform in their roles. According to a study of 31,000 people conducted by Microsoft and LinkedIn, AI helps workers save time (90%), focus on their most important work (85%), be more creative (84%), and enjoy their work more (83%).   I believe that there are many ways in which AI can make a significant and positive impact on how we work. Here are just a few: 1. Enhanced Talent Acquisition: At Lennar, we’ve started incorporating generative AI into our talent acquisition process, helping us find and schedule interviews with prospective candidates. AI-driven tools are revolutionizing the recruitment process. We will receive over 350,000 applications this year and with advanced algorithms, AI can sift through vast pools of resumes and online profiles, identifying the most suitable candidates with precision and speed. 2. Improved Candidate Experience: AI-powered chatbots and virtual assistants can provide immediate responses to candidate inquiries, send reminders about interviews, and offer real-time updates on application status. At Lennar, we are working on a conversational AI platform to help both potential candidates and our own associates across the country get answers to questions they may have about our company, including culture, benefits, schedule, dress code and other key topics. The more it’s used, the more it learns, adapts and improves, leading to a better user experience. 3. Increased Productivity: AI excels at handling routine, repetitive tasks that can consume a significant portion of an associate’s day. Tasks such as data entry, scheduling meetings, processing invoices and managing emails can be automated using AI tools, which not only increases efficiency but also reduces the likelihood of human error. As AI continues to evolve, its role in augmenting human capabilities will only expand, leading to workplaces that are both highly efficient and rich in creative potential. The use of AI can help us build workplaces that are more inclusive, innovative, and productive. The journey has just begun, and the possibilities are endless. #AI #TalentAcquisition #WorkplaceInnovation #FutureOfWork #HRTech #EmployeeEngagement #SkillDevelopment https://lnkd.in/ecaYUyEt

The jury is in. AI will not replace recruiters. Not even close. After reviewing over 100 pitches of early/mid stage companies building AI tools within the recruiting landscape Mike Rubino and I have consistently seen the same trends. AI will replace brute sourcing. AI will replace coordinating/scheduling. AI will augment recruiting teams making them smaller. AI needs human trainers (recruiters) to be accurate/efficient/effective. AI tooling is anti-candidate experience. The reality is that the recruiting landscape will never be the same. Talent leaders are expected to do a lot more with a lot less. Lesser skilled recruiters will be phased out but highly skilled recruiters will be more valuable than ever. Strategy, candidate experience, networking/relationship building, and process creation will become the chief responsibilities of the modern recruiter. In our opinion the job is changing but for the better.

"Incorporating conversational AI into the hiring process isn't just an efficiency enhancement for Healthcare – it's a necessity” - Sean Paulseth Sean is the Head of Sales at Humanly (humanly.io), a leading HR Tech company, and with over ten years of experience in the field, he deeply understands AI and its trajectory in HC TA. Here are the top takeaways from Episode #31 of TA in the Trenches: *Understanding the Distinction: Generative AI vs Conversational AI There are many types of AI, but these two are often confused. Conversational AI involves structured conversations with candidates, while Generative AI allows for more interactive and dynamic conversations with bots or copilots. *Conversational AI Transforms High-Volume Hiring Conversational AI can greatly influence high-volume hiring by automating back-and-forth interactions with candidates. It is valuable in engaging candidates at the initial stages of the hiring process. *Generative AI Empowers Informed Interview Experiences Generative AI enables more natural and informative conversations with candidates, providing information about the interview process and even answering specific policy-related questions. *Bridge the Gap: Align Recruiters with candidates' ACTUAL interests when pitching your EVP. TA leaders may sometimes prioritize certain aspects of their "pitch," like their benefits package, while candidates may have entirely different concerns and questions, such as shift flexibility.  Sean consistently sees this recurring pattern in their datasets, as they can roll up and easily understand the most asked  FAQs in a hiring process. *Conversational AI is a Recruiter’s Assistant By offering conversational AI as a co-pilot to recruiters and emphasizing a focus on candidate experience, the digital assistant supports candidates throughout their journey, answering questions and even preparing them for interviews. #TAintrenches #healthcare #recruiting